Curriculum

The online master’s in human resources management degree curriculum bridges the gap between theory and practice in providing both a rigorous and relevant education in human resource management to students who are established in their careers or who are seeking a new path in the field. All courses are taught asynchronously so you can learn anytime, anywhere. You don’t have to put your career on hold to move up in the human resource field.

Graduates must complete 30 credits in our 10-course program and have the option to study both part and full-time.

Core Courses (24 credits)

MHRM 510 – Labor Law

This course explores the complicated relationships between management and labor as defined in labor law. It emphasizes the rights and responsibilities of labor unions in bargaining for wages, hours of work and the conditions under which work is performed. The course also presents the corresponding rights and responsibilities of management in negotiating and administering the labor contract.

MHRM 512 – Employment Law

This course addresses the increasingly more important and complicated role that law and regulation play in defining the responsibilities of employers towards their employees. It frames the legal context in which policies and practices pertaining to recruitment, selection, placement, evaluation, discipline and discharge are drafted and implemented.

MHRM 513 – Staffing: Recruitment, Selection and Retention

This course addresses the key issues of 1) defining employee skills and manning levels needed by an organization to compete successfully, 2) identifying effective and efficient sources of talent and accessing those sources to obtain qualified job applicants, 3) screening and qualifying applicants for positions, and 4) extending offers of employment, coordinating acceptances and orienting new employees to the organization and the work unit.

MHRM 515 – Benefits

This course identifies the components of an employee benefit program, the various types of benefit programs and the factors that are causing changes in benefit programs. The course also explains procedures for designing and administering benefit programs for exempt and non-exempt employees. Prerequisite: MHRM 521 – Human Resource Management

MHRM 521 – Human Resource Management

This is an introductory course that defines the body of knowledge and the distinct areas of practice that comprise the field of human resource management and industrial relations. It also frames the context in which the more specialized courses in the curriculum address various policy and practice issues particular to their respective functional areas.

MHRM 525 – Performance Management

This course examines the process by which people’s performance is rated and rewarded. The course also addresses performance problems and the procedures to follow in imposing discipline when circumstances warrant it. The course emphasizes “best practice” to follow in enhancing both the skills and motivation to perform well and to adapt to the changing demands and conditions that define performance requirements in the workplace. Prerequisite: MHRM 521 – Human Resource Management

MHRM 532 – Compensation

This course identifies and analyzes the factors including applicable laws and regulations that affect compensation policies and practices in organizations. It also explains the processes for designing and implementing a pay system that is aligned with an organization’s business strategy. Prerequisite: MHRM 521 – Human Resource Management.

MHRM 550 – Strategic Human Resource Management

This course will primarily discuss the problems that today’s businesses face and the effective solutions that HR can bring to bear. The role of the HR as being a proactive business partner who can enable productive change in the work environment will be explored in detail. Fundamentally, the course will discuss: shaping business strategy, developing HR strategy, leading change, aligning HR processes, assessing HR metrics and operational performance, ethical issues in HRM and global perspectives in HRM.

 

Electives (6 credits, choose two)

MHRM 520 – Collective Bargaining

This course includes discussion on national labor policy and collective bargaining, bargaining processes and techniques; the labor agreement including standard contract provisions, grievance procedures, mediation, and arbitration; economic consequences of collective bargaining. Prerequisite: MHRM 510 – Labor Law

MHRM 523 – Current HRM Research

This course requires students to research an HRM topic in depth and to report findings, conclusions and recommendations in a paper. The course teaches the discipline of formulating a research question, completing a research design, conducting the research and writing the final paper.

MHRM 529 – Leadership

This course will put the role of the leader under a microscope. It will examine what it means to lead in times of constant change, increased expectations, events beyond the leader’s control. Key concepts will be explored such as the roles of leadership, the principles of leadership, the difference between leading and managing, the importance of values and vision, etc. The specific behavioral skills of highly effective leaders will be examined along with different leadership styles. The challenges of leading in unusual situations such as with virtual teams, self-directed work teams, crises, etc. will be explored. Topics include: power and influence, decision making, group dynamics, conflict, interpersonal skills, character, motivation and rewards, followership, change, organizational culture and their implications for human resources policy.

MHRM 547 – Alternative Dispute Resolution

This course surveys the legal foundation for Alternative Dispute Resolution (ADR) and examines various dispute resolution processes such as arbitration, mediation, negotiation and various hybrids thereof in private and judicial settings. The course examines the conditions under which particular forms are most effective and why some forms should be rejected to avoid legal and employee acceptance problems. Particular emphasis on skill development and practical application will be made to enhance the overall value of the course. Prerequisite: MHRM 510 – Labor Law

MHRM 599 – Internship

Special permission is needed from the program director. Students work with the human resource department in organizations approved by the program director to investigate policy and practice issues affecting organizational performance. Students must be able to work with the sponsoring organization a minimum of ten hours a week for fourteen consecutive weeks. The sponsoring organization may not be the student’s employer. To receive academic credit for the internship, students must complete a 20-25 page paper that conforms to project specifications and learning objectives set in advance by the program director and the sponsoring organization. Prerequisite: MHRM 521 – Human Resource Management and MHRM 512 – Employment Law.



Full-time students take two courses per term and part-time students take one course per term. Full-time students can expect to finish the program in as little as two years. Students who must take time off from the program have five years to complete their coursework in order to be eligible to graduate.

Students may also transfer in credits with the approval of an Enrollment Representative. To learn more about your credit eligibility, call (888) 335-9641.

 

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